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• Prior to the phone interviews, committee should assign individual questions to be asked by various committee members. The same core questions should be asked of all candidates. EXAMPLE
• At the beginning of each phone interview, have committee members introduce themselves. At the end, chair should thank candidate and give them a way to follow up with the committee (by email, phone, etc). If possible let the applicant know of the time line of the search (such as when the last phone interview is scheduled).
• Encourage committee members to take notes on the interview and to record any thoughts they have on the candidates.
• Schedule extra time for the last phone interview. During this time, the committee determines ranked list of applicants to bring in and possible dates for interview. The director, 353G, and 259 (if presentation required) must be available for those dates - work with Linda Durkos.

Phone interview follow up:

• There is no set number, but committees often offer in-person interviews to three candidates. The committee should try to determine one to two back up candidates in case any of the initial candidates decline the interview.

Phone interview follow up and scheduling inIn-person interviewsinterview preparation:

• For reserved interview days, chair books 353G for meetings and interview (through Linda Durkos) and 259 for presentations (through Reference department).
• Send list of applicants and dates to Admin (Jill).  Let Jill know the topic of the presentation and remind her to arrange for dinner. Jill will contact applicants and make arrangements. Library Administration handles all travel and hotel arrangements.
• Candidates who accept in-person interviews should be contacted by the chair for general follow up, to get permission to contact their references and to let them know a detailed interview day schedule will be sent shortly.
• Contact references by email or phone. Ask similar questions for all candidates. EXAMPLE If contacted by phone, it is recommended that two committee members are present for the conversation. Send responses to committee members.
• Chair prepares interview schedules and sends them to the candidates, search committee, and Jill. EXAMPLE
• Chair sends message to the Kuhn list with dates/times of presentations and encouraging attendance.
• Chair schedules a meeting with the committee to determine in-person interview questions. It is a good idea to do some initial brainstorming using a shared online document before the meeting. During the meeting, finalize questions, order of questions, and who will ask what. EXAMPLE
• Prior to the in-person interviews, determine who will pick up and drop off (from hotel, train station, or airport) out of town candidates. Rides may need to be arranged for the interview and for dinner with the search committee. Candidates are usually asked to take the hotel shuttle to and from the airport, if possible. Talk to Linda Durkos if there are questions about transportation.

In-person interviews:

• Candidate is transported to and from hotel, if necessary (see above).
• Full day interview includes dinner (usually the evening before) and lunch that day. Dinner reimbursement includes applicant and two committee members. Lunch reimbursement includes applicant only. An itemized receipt is required for full reimbursement.
• Chair sends message to kuhn Kuhn list advertising presentationsall of the presentation dates and times.

After interviews:

• Later Chair sends message to Kuhn list soliciting feedback for the candidate presentation. Compiles feedback and shares with committee.
• Chair schedules meeting with committee to select candidate and rank others.  Committee determines order and why they were not selected, and if anyone is an acceptable 2^nd choice.
• Chair writes letter of recommendation for Larry.  Must clarify order of applicants, why those not chosen were not chosen, and if 2^nd choice is worth pursuing.  Wording is very important.   Every committee member must initial.  If decision is not unanimous, state “majority of committee members decided on X.”
• When delivering letter to Larry, tell him how “hard” to pursue this candidate.  In other words, how much we should be willing to negotiate.
• Larry makes phone call to candidate and gives offer/negotiates salary.
• After applicant has verbally accepted offer, Jill sends all other applicants a rejection letter.  Chair can also call/email those interviewed to touch base.